The Workplace Generation Gap

What is the generation gap in the workplace? Broadly speaking, the generation gap is the differing behaviours, opinions and outlooks of groups of people who were born at distinctly different times. Every generation is impacted by the context they grow up in and as a result their working expectations tend to be different, and in some instances conflicting.

There are a number of generational groups in the workplace, including:

Baby Boomers (born 1946-1964)

Boomers are optimistic, self-sufficient and team-oriented. They are motivated by loyalty, teamwork and a sense of duty and equate authority with experience in the workplace.

Boomers define themselves by their jobs and believe achievement comes from paying their dues and success comes from sacrifice.

Boomers believe strongly in workplace visibility, staying after hours, hanging out and completing work in situations where workers are physically visible to leadership.

Generation X (1965-1980)

Gen X employees are flexible, informal and independent. They are motivated by diversity, work-life balance and personal-professional interests.

Gen X are strong team players who form meaningful connections and interpersonal relationships at work. They use these connections to work quickly through challenges as part of a group.

Gen X employees favour diversity and are resistant to work where it affects their personal lives.

Millenials (1981-2000)

Millenials are competitive, open minded and achievement oriented. They are motivated by responsibility, continued learning and workplace collaboration.

They are technology natives, having grown up around technology, and expect employers to embrace technology and technological advances.

Millenials are looking for a fun work life and work-life balance and are likely to leave organisations if they don't like change.

Generation Z (born 2001-2020)

Gen Z are progressive and entrepreneurial. They are motivated by personalisation, individuality and creativity and value flexibility.

Gen Z value independence, work well with supportive management and prefer to work with innovative co-workers and new technology.

So what does all this mean for the workplace? Generally speaking there are 3 main cause of tension caused by generation gaps within the workplace, including:

• work ethic

• taking time off; and

• advancing technology.

There are likely many other causes of tension but lets focus now on these 3.

Work Ethic

Baby Boomers see hard work as slogging it out and being visible in the workplace whereas the other generations don’t necessarily feel the need to work hard means being seen in the office. They look to develop new work practices which still improve efficiency but also allow work-life balance to be achieved (such as working from home a few days week).

This difference in work ethic can mean Boomers (stereotypically) will see the other generations as lazy and uninterested in working hard.  Comparatively the other generations may see Boomers as workaholics with no social life.

Taking time off

Another common cause of tension is taking time off or holidays. All employees are entitled to holidays. However, Baby Boomers generally take holidays with the company in mind to make sure that their holidays suit the business needs. They see holidays as something that impacts the business not a means of improving productivity through rest.  Comparatively the other generations have a strong focus on work-life balance and appreciate the importance of taking time off to rejuvenate and come back more efficient for work. They may take day off sporadically for their mental health and because of the differing personalities quite often Boomers can see their decision to take time off as selfish because it impacts the business operations.

Changing Technology

In the twenty first century life is all about technology and in many instances that is a positive thing. Millenials were the first generation to fully adopt use of technology in the workplace, having grown up surrounded by new technological advancements. Gen Z have known nothing but technology and therefore expect businesses to embrace technology as well.

Technology assists businesses hugely in increasing efficiency and productivity. Despite this, it is common for Boomers to 'dig their heels' in when asked to use new technology. From their perspective it's not what they are used to and if things worked without technology why do we need it now?

So what can employers do to bridge the gap?

Employers need to consider the differing personalities and manage employees on an individual basis. For example:

• Boomers - provide specific goals, assign them to mentoring roles and offer coaching-style feedback

• GenX - provide immediate feedback, lots of opportunities fo personal development and flexibility for work-life balance

• Millenials - manage millenials by results, be flexible on work assignments and provide immediate feedback

• GenZ - provide work-life balance and allow them to be self-directed and independent as much as possible

Consider the working environment

Businesses can use these generational differences to strengthen their organisation.  Take time to understand what motivates each person will help to set them up for success.  Recognising the value different generations bring to the table is critical. 

The use of 'teams' in the workplace is a fantastic means of using generational differences for a positive outcome.  Boomers value teamwork and a sense of duty.  Gen X are team players and are motivated by diversity. Millenials are motivated by collaboration and continued learning and Gen Z value supportive management and innovative co-workers.  Including different generations in a team environment means the team is diverse and innovative (Gen X and Gen Z are happy) and there is a sense of collaboration and teamwork (Millenials and Boomers and happy). 

How does a generationally diverse team work in practice though? Boomers can provide knowledge and experience gained from years in the workforce, Millenials will encourage the use of technology in projects to build on that knowledge and experience, Gen X are strong team players and will help in building connection between the team members and Gen Z will think outside of the square to bring new ideas to the table.  Each member plays a valuable role and will feel valued and will have a sense of camaraderie.

Leadership and training is key

Training leaders to understand personality differences and how to manage the differences in the workplace and in workplace conflict is essential in creating a collaborative workplace.  In addition to training leaders, it is important that employees understand the value of culture and diversity in the workplace to build a strong, collaborative and welcoming workforce.  In 2023 HR Elements are offering tailored training packages designed to ensure compliance, increase leadership strength, improve performance and productivity and build a diverse and inclusive workplace culture.

If you would like more information on the training package available and how it could assist your business please contact us at support@hrelements.com.au